Common use of Responsibilities and Rights Clause in Contracts

Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's choice in the informal discussion with the grievant's immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. F. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. 1. Nothing in this grievance procedure shall be construed to apply to matters for which a remedy is provided by provisions of Section 1060 of the City Charter. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair employee relations practice under the jurisdiction of the Employee Relations Board, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The employee’s election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. 2. No grievant shall lose the his/her right to process a his/her grievance because of management- Management imposed limitations in scheduling meetings. B. 3. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon a specific request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, supervisor and at in all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review4. The grievant steps and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended or waived only by mutual agreementagreement except that the rank of the grievant may require that the defined steps be reduced as to number. In any event, Steps 1 and 3 will not be waived without mutual consent. F. 5. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the . The Association shall have the right to be present at any in each formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intentionreview level. The Association is to will be notified of the filing and resolution of all other formal grievances.

Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- Management imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's choice in the informal discussion with the grievant's immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B B. above, and Paragraph Paragraphs A.1. and A.2. of Article 7.48.4, when an employee is grieving a Performance Evaluation Report Standard Based Assessment completed by a supervisor from a previous entity or division of assignment, the informal discussion and first level of appeal shall be completed with the immediate supervisor and commanding officer in the division/bureau/office division or entity where the Performance Evaluation Report Standard Based Assessment was completed. Any The Employee Relations Administrator shall approve any deviation from the provisions of this paragraph shall be approved by the Employee Relations AdministratorParagraph. D. The grievant and the grievant's representative representative, if not a League Board member, may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee member of this representation unit unless he or she has the written permission of the AssociationLeague. E. If a grievance representative must leave the representative's regular assignment to represent a grievant, the representative shall first obtain permission from the representative's supervisor. If permission cannot be granted promptly, the grievance representative will be informed when time can be made available. F. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. If the last day of an appeal period falls on a weekend or City holiday, such period shall be extended to the next business day. F. G. Management shall notify the Association League of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association League shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau Employee Relations Administrator of such intention. The Association League is to be notified of the resolution of all other formal grievances. X. The parties agree that there is a need to hold confidential information obtained during the investigation of grievances, unfair employee relations practice claims, and similar employer-employee relations matters. The procedures in Section 8.0 of this MOU and the City’s Employee Relations Ordinance provide a forum for employees to freely discuss issues of concern with Management and thus enhance morale and efficiency in the work environment. With the exception of the need for some level of disclosure in order to conduct investigations, take corrective action, and report allegations of possible misconduct, Management will hold investigations of grievances and similar employer-employee matters contained in the files of the Los Angeles Police Department as confidential privileged official records as provided for in Evidence Code Section 1040. I. Whenever a grievant has a representative, the representative shall concurrently receive all notices the grievant receives at all formal levels of review.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the Employee Relations Board, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The employee’s election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management-imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and shall in arbitration; provided, however, that such representative may not be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed or officer of another qualified organization except with the immediate supervisor in written consent of the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administratororganization granted exclusive representation. D. The grievant and By mutual agreement, the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreementor the grievant and Management may waive one level of review from this grievance procedure. F. E. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOUMemorandum of Understanding, and a designated member of the Board of Directors of the an authorized Association Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member authorized Association Representative elects to attend said grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office or bureau of such his/her intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. a. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided by the City Charter. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the Employee Relations Board, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. b. No grievant shall lose the right to process a grievance because of management- Management imposed limitations in scheduling meetings. B. c. The grievant has the responsibility to discuss the grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's immediate supervisor, supervisor and at in all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. d. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement; or by mutual agreement, the grievant and Management may waive one level of review from this grievance procedure. F. e. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, Memorandum of Understanding and a designated member of the Board of Directors of the Association full-time Union Staff Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member full-time Union Staff Representative elects to attend said grievance meeting, the Board member he/she shall inform the administrative head City Attorney's Management representative of the Department, office or bureau of such his/her intention. The Association Union is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters of which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the XXX, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the XXX. The employee’s election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management-imposed limitations in scheduling meetings. B. X. The grievant has the responsibility to discuss the is responsible for discussing his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and shall in arbitration; provided, however, that such representative may not be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed or officer of another qualified organization except with the immediate supervisor in written consent of the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administratororganization granted exclusive representation. D. The grievant and By mutual agreement, the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreementor the grievant and Management may waive one level of review from this grievance procedure. F. E. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the an authorized Association Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member authorized Association Representative elects to attend said grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office office, or bureau of such his/her intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the XXX, the employee may elect to pursue the matter under either the grievance procedure herein provided or by action before the XXX. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management-imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by in a representative of the grievant's choice manner consistent with this Section in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and shall in arbitration; provided, however, that such representative may not be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed or officer of another qualified organization except with the immediate supervisor in written consent of the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administratororganization granted exclusive representation. D. The By mutual agreement, the grievant and the grievant's representative Department may have a reasonable amount of paid time off to present extend the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended herein. Also by mutual agreement, the grievant and the Department may waive one level of review from this grievance procedure. F. Management E. The Department shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the an authorized Association Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member authorized Association Representative elects to attend said grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office office, or bureau of such his/her intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the XXX, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the XXX. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management imposed limitations in scheduling meetings. B. X. The grievant has the responsibility to discuss the is responsible for discussing his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and in arbitration; provided, however, that such representative may not be an employee or officer of another qualified organization except with the written consent of the organization granted exclusive representation. Operative on the effective date of this MOU, in instances where more than one employee in a department is aggrieved, the Association may elect to file the grievance on behalf of the employees as a group grievance. The facts and issues of the alleged grievance must be the same. Such grievance must contain the names of all grievants and the specific facts pertaining to each grievant. At the time of filing the grievance, the Association may request that the first level of review be at a level higher than Step 1 of the grievance procedure specified in this MOU and shall provide justification for such request. One supervisor will be permitted designated by department management to discuss the opportunity grievance at each level with one affected employee designated to present witnesses at represent the grievance and the Association. Such grievance will be processed as a single grievance through all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor All affected employees involved in the division/bureau/office where action must waive their respective rights to file an individual grievance on the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant same issue and the grievant's representative may have a reasonable amount of paid time off to present discuss the grievance at each the informal level of reviewwith their respective immediate supervisors on a form provided by Management prior to the discussion with the designated supervisor. The grievant and Such form shall also include a statement that the grievant's representative shall not be entitled employee understands that he/she is party to paid time off to investigate or prepare the grievance. A grievant may not be represented a grievance filed by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The A. By mutual consent, the time limits between steps of the grievance procedure provided herein may be extended by mutual agreementor the grievant and Management may waive one level of review from this grievance procedure. F. B. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the an authorized Association Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member authorized Association Representative elects to attend said grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office office, or bureau of such his/her intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. 1. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the Employee Relations Board, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. 2. No grievant shall lose the his/her right to process a his/her grievance because of management- Management-imposed limitations in scheduling meetings. B. 3. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B abovein arbitration; provided, and Paragraph A.1. of Article 7.4however, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's that such representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit an employee unless he or she has officer of another qualified organization except with the written permission consent of the Associationorganization granted exclusive representation. E. The 4. By mutual agreement, the time limits between steps of the grievance procedure provided herein may be extended by mutual agreementor the grievant and Management may waive one level of review from this grievance procedure. F. 5. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOUMemorandum of Understanding, and a designated member of the Board of Directors of the an authorized Association Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member authorized Association Representative elects to attend said grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office or bureau of such his/her intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the Employee Relations Board, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The employee’s election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- imposed limitations in scheduling meetingsmeetings imposed by the Department or Management. B. C. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and shall in arbitration; provided, however, that such representative may not be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed or officer of another qualified organization except with the immediate supervisor in written consent of the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administratororganization granted exclusive representation. D. The grievant and By mutual agreement, the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreementor the grievant and the Department may waive one level of review from this grievance procedure. F. E. The Department or Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the an authorized Association Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member authorized Association Representative elects to attend said grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office or bureau of such his/her intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. 1. Nothing in this grievance procedure shall be construed to apply to matters for which a remedy is provided by provisions of Section 1060 of the City Charter. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair employee relations practice under the jurisdiction of the Employee Relations Board, the member may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The member's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. 2. No grievant shall lose the his/her right to process a his/her grievance because of management- Management imposed limitations in scheduling meetings. B. 3. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon a specific request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, supervisor and at in all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review4. The grievant steps and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended or waived only by mutual agreementagreement except that the rank of the grievant may require that the defined steps be reduced as to number. In any event, Steps 1 and 4 will not be waived without mutual consent. F. 5. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the . The Association shall have the right to be present at any in each formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intentionreview level. The Association is to will be notified of the filing and resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the XXX, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the XXX. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management imposed limitations in scheduling meetings. B. X. The grievant has the responsibility to discuss the is responsible for discussing his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and in arbitration; provided, however, that such representative may not be an employee or officer of another qualified organization except with the written consent of the organization granted exclusive representation. Operative on the effective date of this MOU, in instances where more than one employee in a department is aggrieved, the Association may elect to file the grievance on behalf of the employees as a group grievance. The facts and issues of the alleged grievance must be the same. Such grievance must contain the names of all grievants and the specific facts pertaining to each grievant. At the time of filing the grievance, the Association may request that the first level of review be at a level higher than Step 1 of the grievance procedure specified in this MOU and shall provide justification for such request. One supervisor will be permitted designated by department management to discuss the opportunity grievance at each level with one affected employee designated to present witnesses at represent the grievance and the Association. Such grievance will be processed as a single grievance through all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor All affected employees involved in the division/bureau/office where action must waive their respective rights to file an individual grievance on the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant same issue and the grievant's representative may have a reasonable amount of paid time off to present discuss the grievance at each the informal level of reviewwith their respective immediate supervisors on a form provided by Management prior to the discussion with the designated supervisor. The grievant and Such form shall also include a statement that the grievant's representative shall not be entitled employee understands that he/she is party to paid time off to investigate or prepare the grievance. A grievant may not be represented a grievance filed by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The A. By mutual consent, the time limits between steps of the grievance procedure provided herein may be extended by mutual agreementor the grievant and Management may waive one level of review from this grievance procedure. F. B. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the an authorized Association Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member authorized Association Representative elects to attend said grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office office, or bureau of such his/her intention. The Association is to be notified of the resolution of all other formal grievances. C. Group grievances shall follow the timelines of the grievance procedure as outlined in Section III of this MOU.

Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's ’s choice in the informal discussion with the grievant's ’s immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's ’s representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's ’s representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has they have the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. F. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the XXX, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the XXX. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management imposed limitations in scheduling meetings. B. X. The grievant has the responsibility to discuss the is responsible for discussing his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and in arbitration; provided, however, that such representative may not be an employee or officer of another qualified organization except with the written consent of the organization granted exclusive representation. Operative on the effective date of this MOU, in instances where more than one employee in a department is aggrieved, the Association may elect to file the grievance on behalf of the employees as a group grievance. The facts and issues of the alleged grievance must be the same. Such grievance must contain the names of all grievants and the specific facts pertaining to each grievant. At the time of filing the grievance, the Association may request that the first level of review be at a level higher than Step 1 of the grievance procedure specified in this MOU and shall provide justification for such request. One supervisor will be permitted designated by department management to discuss the opportunity grievance at each level with one affected employee designated to present witnesses at represent the grievance and the Association. Such grievance will be processed as a single grievance through all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor 12 MOU 28:2014-2018 All affected employees involved in the division/bureau/office where action must waive their respective rights to file an individual grievance on the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant same issue and the grievant's representative may have a reasonable amount of paid time off to present discuss the grievance at each the informal level of reviewwith their respective immediate supervisors on a form provided by Management prior to the discussion with the designated supervisor. The grievant and Such form shall also include a statement that the grievant's representative shall not be entitled employee understands that he/she is party to paid time off to investigate or prepare the grievance. A grievant may not be represented a grievance filed by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The A. By mutual consent, the time limits between steps of the grievance procedure provided herein may be extended by mutual agreementor the grievant and Management may waive one level of review from this grievance procedure. F. B. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the an authorized Association Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member authorized Association Representative elects to attend said grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office office, or bureau of such his/her intention. The Association is to be notified of the resolution of all other formal grievances. C. Group grievances shall follow the timelines of the grievance procedure as outlined in Section III of this MOU.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which a remedy is provided by provisions of Section 1060 of the City Charter. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair employee relations practice under the jurisdiction of the Employee Relations Board, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The employee’s election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon a specific request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, supervisor and at in all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant steps and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended or waived only by mutual agreementagreement except that the rank of the grievant may require that the defined steps be reduced as to number. In any event, Steps 1 and 3 will not be waived without mutual consent. F. E. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the . The Association shall have the right to be present at any in each formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intentionreview level. The Association is to will be notified of the filing and resolution of all other formal grievances. F. Settlements, withdrawals, or other resolutions of grievances shall be non precedent setting unless mutually agreed upon in writing by the Association and the Department.

Responsibilities and Rights. A. 1. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided under Section 1060 of the City Charter. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair employee relations practice under the jurisdiction of the Employee Relations Board, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. 2. No grievant shall lose the his/her right to process a his/her grievance because of management- Management imposed limitations in scheduling meetings. B. 3. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon a specific request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, supervisor and at in all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review4. The grievant steps and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended or waived only by mutual agreement. F. Management 5. The Department shall notify the Association Union in writing of any formal grievance filed by an employee and shall schedule the grievance meeting at a date and time that involves is mutually convenient to the interpretation and/or application of Department, the provisions of this MOU, Union and a designated member of the Board of Directors of grievant within the Association prescribed time limits. The Union shall have the right to be present at any in each formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intentionreview level. The Association is to Union will be notified of the filing and resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which a remedy is provided by provisions of Section 1060 of the City Charter. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair employee relations practice under the jurisdiction of the Employee Relations Board, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The employee’s election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon a specific request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, supervisor and at in all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant steps and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended or waived only by mutual agreementagreement except that the rank of the grievant may require that the defined steps be reduced as to number. In any event, Steps 1 and 3 will not be waived without mutual consent. F. E. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the . The Association shall have the right to be present at any in each formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intentionreview level. The Association is to will be notified of the filing and resolution of all other formal grievances. F. Settlements, withdrawals, or other resolutions of grievances shall be non- precedent setting unless mutually agreed upon in writing by the Association and the Department.

Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- management imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's choice in the informal discussion with the grievant's immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B B. above, and Paragraph Paragraphs A.1. and A.2. of Article 7.48.4, when an employee is grieving a Performance Evaluation Report Standard Based Assessment completed by a supervisor from a previous entity or division of assignment, the informal discussion and first level of appeal shall be completed with the immediate supervisor and commanding officer in the division/bureau/office division or entity where the Performance Evaluation Report Standard Based Assessment was completed. Any The Employee Relations Administrator shall approve any deviation from the provisions of this paragraph shall be approved by the Employee Relations AdministratorParagraph. D. The grievant and the grievant's representative representative, if not a League Board member, may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee member of this representation unit unless he or she has the written permission of the AssociationLeague. E. If a grievance representative must leave the representative's regular assignment to represent a grievant, the representative shall first obtain permission from the representative's supervisor. If permission cannot be granted promptly, the grievance representative will be informed when time can be made available. F. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. If the last day of an appeal period falls on a weekend or City holiday, such period shall be extended to the next business day. F. G. Management shall notify the Association League of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association League shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau Employee Relations Administrator of such intention. The Association League is to be notified of the resolution of all other formal grievances. H. The parties agree that there is a need to hold confidential information obtained during the investigation of grievances, unfair employee relations practice claims, and similar employer-employee relations matters. The procedures in Section 8.0 of this MOU and the City’s Employee Relations Ordinance provide a forum for employees to freely discuss issues of concern with management and thus enhance morale and efficiency in the work environment. With the exception of the need for some level of disclosure in order to conduct investigations, take corrective action, and report allegations of possible misconduct, Management will hold investigations of grievances and similar employer-employee matters contained in the files of the Los Angeles Police Department as confidential privileged official records as provided for in Evidence Code Section 1040. I. Whenever a grievant has a representative, the representative shall concurrently receive all notices the grievant receives at all formal levels of review.

Responsibilities and Rights. A. a. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the Employee Relations Board, the employee may pursue the matter under either the grievance procedure herein provided, or before the Employee Relations Board. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. b. No grievant shall lose the his/her right to process a his/her grievance because of management- Management imposed limitations in scheduling meetings. B. c. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a the grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B abovein arbitration; provided, and Paragraph A.1. of Article 7.4however, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's that such representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit an employee unless he or she has officer of another qualified organization except with the written permission consent of Teamsters, Local 911; provided further that a representative of Local 911 shall have the Associationright to be present in all formal review levels and arbitration. E. d. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. The grievant and Management may, by mutual agreement, waive any level of review from this grievance procedure. F. e. Management shall notify the Association agrees to send Union copies of any all written formal grievance filed that involves the interpretation and/or application of the provisions of this MOUinitiations, appeals and a designated member of the Board of Directors of the Association shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intentionresponses. The Association is to grievance procedure for employees covered by this Memorandum of Understanding shall be notified of the resolution of all other formal grievances.as follows: Step 1 - Informal: District Level Review

Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievantxxxxxxxx, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's choice in the informal discussion with the grievant's immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee member of this representation unit unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. F. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's choice in the informal discussion with the grievant's immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a member of this Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. F. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the XXX, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the XXX. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the right to process a grievance because of management- Management-imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's ’s choice in the informal discussion with the grievant's immediate supervisor and in all formal review levels and in arbitration. When more than one employee in a department is aggrieved, and the facts and issues of the alleged grievance are the same, and if affected employees agree to waive their right to discuss the grievance with their immediate supervisor, a single immediate supervisor will be designated by department Management to discuss the grievance at the informal level with affected employees designated to represent the grievance and at all formal review levels, and shall the employees’ representative. Such grievance will be permitted the opportunity to present witnesses at processed as a single grievance through all formal levels of review. C. Notwithstanding Paragraph B above, . All affected employees involved in the action must waive their respective rights to file an individual grievance on the same issue and Paragraph A.1to discuss the grievance at the informal level with the respective immediate supervisors on a form provided by Management prior to the discussion with the designated supervisor. of Article 7.4, when an In instances where more than one employee in a department is grieving a Performance Evaluation Report completed by a supervisor from a previous assignmentaggrieved, the informal discussion shall Association may elect to file the grievance on behalf of the employees. The facts and issues of the alleged grievance must be completed with the immediate supervisor in same. Such grievance must contain the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions names of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant all grievants and the specific facts pertaining to each grievant's representative . At the time of filing the grievance, the Association may have request that the first level of review be at a reasonable amount of paid time off level higher than Step 1 and shall provide justification for such request. A single supervisor will be designated by department Management to present discuss the grievance at each level with one affected employee designated to represent the grievance and the Association. Such grievance will be processed as a single grievance through all formal levels of review. The grievant All affected employees involved in the action must waive their respective rights to file an individual grievance on the same issue and to discuss the grievant's representative grievance at the informal level with their respective immediate supervisors on a form provided by Management prior to the discussion with the designated supervisor. Such form shall not be entitled also include a statement that the employee understands that they are party to paid time off to investigate or prepare the grievance. A grievant may not be represented a grievance filed by a person who is not a Unit employee unless he or she has the written permission of the Association. E. D. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement, or, the grievant and Management may waive one or more levels of review from this grievance procedure. F. E. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the paid Association Staff Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member The paid Staff Representative who elects to attend said the grievance meeting, the Board member meeting shall inform the administrative head of the Departmentdepartment, office or bureau of such intentionbureau. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- Management imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's choice in the informal discussion with the grievant's immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B B. above, and Paragraph Paragraphs A.1. and A.2. of Article 7.48.4, when an employee is grieving a Performance Evaluation Report Standard Based Assessment completed by a supervisor from a previous entity or division of assignment, the informal discussion and first level of appeal shall be completed with the immediate supervisor and commanding officer in the division/bureau/office division or entity where the Performance Evaluation Report Standard Based Assessment was completed. Any The Employee Relations Administrator shall approve any deviation from the provisions of this paragraph shall be approved by the Employee Relations AdministratorParagraph. D. The grievant and the grievant's representative representative, if not a League Board member, may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative (unless a sworn employee currently assigned to Officer Representation Section) shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee member of this representation unit unless he or she has the written permission of the AssociationLeague. E. If a grievance representative must leave the representative's regular assignment to represent a grievant, the representative shall first obtain permission from the representative's supervisor. If permission cannot be granted promptly, the grievance representative will be informed when time can be made available. F. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. If the last day of an appeal period falls on a weekend or City holiday, such period shall be extended to the next business day. F. G. Management shall notify the Association League of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association League shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau Employee Relations Administrator of such intention. The Association League is to be notified of the resolution of all other formal grievances. X. The parties agree that there is a need to hold confidential information obtained during the investigation of grievances, unfair employee relations practice claims, and similar employer-employee relations matters. The procedures in Section 8.0 of this MOU and the City’s Employee Relations Ordinance provide a forum for employees to freely discuss issues of concern with Management and thus enhance morale and efficiency in the work environment. With the exception of the need for some level of disclosure in order to conduct investigations, take corrective action, and report allegations of possible misconduct, Management will hold investigations of grievances and similar employer-employee matters contained in the files of the Los Angeles Police Department as confidential privileged official records as provided for in Evidence Code Section 1040. I. Whenever a grievant has a representative, the representative shall concurrently receive all notices the grievant receives at all formal levels of review.

Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's choice in the informal discussion with the grievant's immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator, Employee Relations Group. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee member of this representation unit unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. F. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOUMemorandum of Understanding, and a designated member of the Board of Directors of the Association shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the Employee Relations Board, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the right to process a grievance because of management- Management- imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's ’s choice in the informal discussion with the grievant's immediate supervisor and in all formal review levels and in arbitration. When more than one employee in a department is aggrieved, and the facts and issues of the alleged grievance are the same, and if affected employees agree to waive their right to discuss the grievance with their immediate supervisor, a single immediate supervisor will be designated by department Management to discuss the grievance at the informal level with one affected employee designated to represent the grievance and at all formal review levels, and shall the employees’ representative. Such grievance will be permitted the opportunity to present witnesses at processed as a single grievance through all formal levels of review. C. Notwithstanding Paragraph B above, . All affected employees involved in the action must waive their respective rights to file an individual grievance on the same issue and Paragraph A.1to discuss the grievance at the informal level with the respective immediate supervisors on a form provided by Management prior to the discussion with the designated supervisor. of Article 7.4, when an In instances where more than one employee in a department is grieving a Performance Evaluation Report completed by a supervisor from a previous assignmentaggrieved, the informal discussion shall Association may elect to file the grievance on behalf of the employees. The facts and issues of the alleged grievance must be completed with the immediate supervisor in same. Such grievance must contain the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions names of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant all grievants and the specific facts pertaining to each grievant's representative . At the time of filing the grievance, the Association may have request that the first level of review be at a reasonable amount of paid time off level higher than Step 1 and shall provide justification for such request. A single supervisor will be designated by department Management to present discuss the grievance at each level with one affected employee designated to represent the grievance and the Association. Such grievance will be processed as a single grievance through all formal levels of review. The grievant All affected employees involved in the action must waive their respective rights to file an individual grievance on the same issue and to discuss the grievant's representative grievance at the informal level with their respective immediate supervisors on a form provided by Management prior to the discussion with the designated supervisor. Such form shall not be entitled also include a statement that the employee understands that he/she is party to paid time off to investigate or prepare the grievance. A grievant may not be represented a grievance filed by a person who is not a Unit employee unless he or she has the written permission of the Association. E. D. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement, or by mutual agreement, the grievant and Management may waive one or more levels of review from this grievance procedure. F. E. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the paid Association Staff Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member The paid Staff Representative who elects to attend said the grievance meeting, the Board member meeting shall inform the administrative head of the Departmentdepartment, office or bureau of such intentionbureau. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the Employee Relations Board, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the right to process a grievance because of management- Management imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's ’s choice in the informal discussion with the grievant's immediate supervisor and in all formal review levels and in arbitration. When more than one employee in a department is aggrieved, and the facts and issues of the alleged grievance are the same, and if affected employees agree to waive their right to discuss the grievance with their immediate supervisor, a single immediate supervisor will be designated by department Management to discuss the grievance at the informal level with one affected employee designated to represent the grievance and at all formal review levels, and shall the employees’ representative. Such grievance will be permitted the opportunity to present witnesses at processed as a single grievance through all formal levels of review. C. Notwithstanding Paragraph B above, . All affected employees involved in the action must waive their respective rights to file an individual grievance on the same issue and Paragraph A.1to discuss the grievance at the informal level with the respective immediate supervisors on a form provided by Management prior to the discussion with the designated supervisor. of Article 7.4, when an In instances where more than one employee in a department is grieving a Performance Evaluation Report completed by a supervisor from a previous assignmentaggrieved, the informal discussion shall Association may elect to file the grievance on behalf of the employees. The facts and issues of the alleged grievance must be completed with the immediate supervisor in same. Such grievance must contain the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions names of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant all grievants and the specific facts pertaining to each grievant's representative . At the time of filing the grievance, the Association may have request that the first level of review be at a reasonable amount of paid time off level higher than Step 1 and shall provide justification for such request. A single supervisor will be designated by department Management to present discuss the grievance at each level with one affected employee designated to represent the grievance and the Association. Such grievance will be processed as a single grievance through all formal levels of review. The grievant All affected employees involved in the action must waive their respective rights to file an individual grievance on the same issue and to discuss the grievant's representative grievance at the informal level with their respective immediate supervisors on a form provided by Management prior to the discussion with the designated supervisor. Such form shall not be entitled also include a statement that the employee understands that he/she is party to paid time off to investigate or prepare the grievance. A grievant may not be represented a grievance filed by a person who is not a Unit employee unless he or she has the written permission of the Association. E. D. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement; or, by mutual agreement, the grievant and Management may waive one or more levels of review from this grievance procedure. F. E. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the paid Association Staff Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member The paid Association Staff Representative who elects to attend said the grievance meeting, meeting shall notify the Board member shall inform the administrative head of the Departmentdepartment, office or bureau of such intentionbureau. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided by the City Charter. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the XXX, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the XXX. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management-imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement, or by mutual agreement, the grievant and Management may waive one level of review from this grievance procedure. F. E. Management shall notify the Association MCIA of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association MCIA Staff Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member MCIA Staff Representative elects to attend said grievance meeting, the Board member he/she shall so inform the administrative head of the Departmentdepartment, office or bureau of such intentionbureau. The Association is to MCIA will be notified of the resolution of all other formal grievances. F. Upon the mutual agreement of Management and the MCIA, Management will consolidate like grievances for processing as one grievance through the process contained within this Article.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the XXX, the employee may elect to pursue the matter under either the grievance procedure herein provided or by action before the XXX. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management-imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by in a representative of the grievant's choice manner consistent with this Section in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and shall in arbitration; provided, however, that such representative may not be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed or officer of another qualified organization except with the immediate supervisor in written consent of the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administratororganization granted exclusive representation. D. The By mutual agreement, the grievant and Management may extend the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended herein. Also by mutual agreement, the grievant and Management may waive one level of review from this grievance procedure. F. E. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the an authorized Association Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member authorized Association Representative elects to attend said grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office office, or bureau of such his/her intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's choice in the informal discussion with the grievant's immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a member of this Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. F. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau of such intention. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the ERB, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the XXX. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the right to process a grievance because of management- Management-imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's ’s choice in the informal discussion with the grievant's immediate supervisor and in all formal review levels and in arbitration. When more than one employee in a department is aggrieved, and the facts and issues of the alleged grievance are the same, and if affected employees agree to waive their right to discuss the grievance with their immediate supervisor, a single immediate supervisor will be designated by department Management to discuss the grievance at the informal level with affected employees designated to represent the grievance and at all formal review levels, and shall the employees’ representative. Such grievance will be permitted the opportunity to present witnesses at processed as a single grievance through all formal levels of review. C. Notwithstanding Paragraph B above, . All affected employees involved in the action must waive their respective rights to file an individual grievance on the same issue and Paragraph A.1to discuss the grievance at the informal level with the respective immediate supervisors on a form provided by Management prior to the discussion with the designated supervisor. of Article 7.4, when an In instances where more than one employee in a department is grieving a Performance Evaluation Report completed by a supervisor from a previous assignmentaggrieved, the informal discussion shall Association may elect to file the grievance on behalf of the employees. The facts and issues of the alleged grievance must be completed with the immediate supervisor in same. Such grievance must contain the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions names of this paragraph shall be approved by the Employee Relations Administrator. D. The grievant all grievants and the specific facts pertaining to each grievant's representative . At the time of filing the grievance, the Association may have request that the first level of review be at a reasonable amount of paid time off level higher than Step 1 and shall provide justification for such request. A single supervisor will be designated by department Management to present discuss the grievance at each level with one affected employee designated to represent the grievance and the Association. Such grievance will be processed as a single grievance through all formal levels of review. The grievant All affected employees involved in the action must waive their respective rights to file an individual grievance on the same issue and to discuss the grievant's representative grievance at the informal level with their respective immediate supervisors on a form provided by Management prior to the discussion with the designated supervisor. Such form shall not be entitled also include a statement that the employee understands that they are party to paid time off to investigate or prepare the grievance. A grievant may not be represented a grievance filed by a person who is not a Unit employee unless he or she has the written permission of the Association. E. D. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement, or, the grievant and Management may waive one or more levels of review from this grievance procedure. F. E. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the paid Association Staff Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member The paid Staff Representative who elects to attend said the grievance meeting, the Board member meeting shall inform the administrative head of the Departmentdepartment, office or bureau of such intentionbureau. The Association is to be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- Management imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's choice in the informal discussion with the grievant's immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B B. above, and Paragraph Paragraphs A.1. and A.2. of Article 7.48.4, when an employee is grieving a Performance Evaluation Report Standard Based Assessment completed by a supervisor from a previous entity or division of assignment, the informal discussion and first level of appeal shall be completed with the immediate supervisor and commanding officer in the division/bureau/office division or entity where the Performance Evaluation Report Standard Based Assessment was completed. Any The Employee Relations Administrator shall approve any deviation from the provisions of this paragraph shall be approved by the Employee Relations AdministratorParagraph. D. The grievant and the grievant's representative representative, if not a League Board member, may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative (unless a sworn employee currently assigned to Officer Representation Section) shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee member of this representation unit unless he or she has the written permission of the AssociationLeague. E. If a grievance representative must leave the representative's regular assignment to represent a grievant, the representative shall first obtain permission from the representative's supervisor. If permission cannot be granted promptly, the grievance representative will be informed when time can be made available. F. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. If the last day of an appeal period falls on a weekend or City holiday, such period shall be extended to the next business day. F. G. Management shall notify the Association League of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association League shall have the right to be present MOU24-22 at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau Employee Relations Administrator of such intention. The Association League is to be notified of the resolution of all other formal grievances. X. The parties agree that there is a need to hold confidential information obtained during the investigation of grievances, unfair employee relations practice claims, and similar employer-employee relations matters. The procedures in Section 8.0 of this MOU and the City’s Employee Relations Ordinance provide a forum for employees to freely discuss issues of concern with Management and thus enhance morale and efficiency in the work environment. With the exception of the need for some level of disclosure in order to conduct investigations, take corrective action, and report allegations of possible misconduct, Management will hold investigations of grievances and similar employer-employee matters contained in the files of the Los Angeles Police Department as confidential privileged official records as provided for in Evidence Code Section 1040. I. Whenever a grievant has a representative, the representative shall concurrently receive all notices the grievant receives at all formal levels of review.

Responsibilities and Rights. A. No grievant shall lose the right to process a grievance because of management- management imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's choice in the informal discussion with the grievant's immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B B. above, and Paragraph Paragraphs A.1. and A.2. of Article 7.48.4, when an employee is grieving a Performance Evaluation Report Standard Based Assessment completed by a supervisor from a previous entity or division of assignment, the informal discussion and first level of appeal shall be completed with the immediate supervisor and commanding officer in the division/bureau/office division or entity where the Performance Evaluation Report Standard Based Assessment was completed. Any The Employee Relations Administrator shall approve any deviation from the provisions of this paragraph shall be approved by the Employee Relations AdministratorParagraph. D. The grievant and the grievant's representative representative, if not a League Board member, may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee member of this representation unit unless he or she has the written permission of the AssociationLeague. E. If a grievance representative must leave the representative's regular assignment to represent a grievant, the representative shall first obtain permission from the representative's supervisor. If permission cannot be granted promptly, the grievance representative will be informed when time can be made available. F. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. If the last day of an appeal period falls on a weekend or City holiday, such period shall be extended to the next business day. F. G. Management shall notify the Association League of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association League shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau Employee Relations Administrator of such intention. The Association League is to be notified of the resolution of all other formal grievances. X. The parties agree that there is a need to hold confidential information obtained during the investigation of grievances, unfair employee relations practice claims, and similar employer-employee relations matters. The procedures in Section 8.0 of this MOU and the City’s Employee Relations Ordinance provide a forum for employees to freely discuss issues of concern with management and thus enhance morale and efficiency in the work environment. With the exception of the need for some level of disclosure in order to conduct investigations, take corrective action, and report allegations of possible misconduct, Management will hold investigations of grievances and similar employer-employee matters contained in the files of the Los Angeles Police Department as confidential privileged official records as provided for in Evidence Code Section 1040. I. Whenever a grievant has a representative, the representative shall concurrently receive all notices the grievant receives at all formal levels of review.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of XXX, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before XXX. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management-imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels; provided, and shall however, that such representative may not be permitted the opportunity to present witnesses at all formal levels a staff representative of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administratorany other certified bargaining organization. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement, or by mutual agreement, the grievant and Management may waive one or more levels of review. F. E. Management shall notify the Association Union of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association Union Credentialed Representative shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member said Representative elects to attend said such grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office office, or bureau of such his/her intention. The Association is to Union will be notified of the resolution of all other formal grievances.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters for which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the ERB, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before XXX. The employee's election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management-imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels; provided, and shall however that such representative may not be permitted the opportunity to present witnesses at all formal levels a staff representative of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed with the immediate supervisor in the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administratorany other certified bargaining organization. D. The grievant and the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement., or by mutual agreement, the grievant and Management may waive one or more levels of review F. E. Management shall notify the Association Union of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association Union Credentialed Representative shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member said Representative elects to attend said such grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office or bureau of such his/her intention. The Association is to Union will be notified of the resolution of all other formal grievances.

Responsibilities and Rights. ‌ A. No grievant shall lose the right to process a grievance because of management- Management imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's ’s immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's ’s choice in the informal discussion with the grievant's ’s immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B B. above, and Paragraph Paragraphs A.1. and A.2. of Article 7.48.4, when an employee is grieving a Performance Evaluation Report Standard Based Assessment completed by a supervisor from a previous entity or division of assignment, the informal discussion and first level of appeal shall be completed with the immediate supervisor and commanding officer in the division/bureau/office division or entity where the Performance Evaluation Report Standard Based Assessment was completed. Any The Employee Relations Administrator shall approve any deviation from the provisions of this paragraph shall be approved by the Employee Relations AdministratorParagraph. D. The grievant and the grievant's representative ’s representative, if not a League Board member, may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's ’s representative (unless a sworn employee currently assigned to Officer Representation Section) shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee member of this representation unit unless he or she has the written permission of the AssociationLeague. E. If a grievance representative must leave the representative’s regular assignment to represent a grievant, the representative shall first obtain permission from the representative’s supervisor. If permission cannot be granted promptly, the grievance representative will be informed when time can be made available. F. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. If the last day of an appeal period falls on a weekend or City holiday, such period shall be extended to the next business day. F. G. Management shall notify the Association League of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association League shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau Employee Relations Administrator of such intention. The Association League is to be notified of the resolution of all other formal grievances. H. The parties agree that there is a need to hold confidential information obtained during the investigation of grievances, unfair employee relations practice claims, and similar employer-employee relations matters. The procedures in Section 8.0 of this MOU and the City’s Employee Relations Ordinance provide a forum for employees to freely discuss issues of concern with Management and thus enhance morale and efficiency in the work environment. With the exception of the need for some level of disclosure in order to conduct investigations, take corrective action, and report allegations of possible misconduct, Management will hold investigations of grievances and similar employer-employee matters contained in the files of the Los Angeles Police Department as confidential privileged official records as provided for in Evidence Code Section 1040. I. Whenever a grievant has a representative, the representative shall concurrently receive all notices the grievant receives at all formal levels of review.

Responsibilities and Rights. A. Nothing in this grievance procedure shall be construed to apply to matters of which an administrative remedy is provided before the Civil Service Commission. Where a matter within the scope of this grievance procedure is alleged to be both a grievance and an unfair labor practice under the jurisdiction of the Employee Relations Board, the employee may elect to pursue the matter under either the grievance procedure herein provided, or by action before the Employee Relations Board. The employee’s election of either procedure shall constitute a binding election of the remedy chosen and a waiver of the alternative remedy. B. No grievant shall lose the his/her right to process a his/her grievance because of management- Management-imposed limitations in scheduling meetings. B. C. The grievant has the responsibility to discuss the his/her grievance informally with the grievant's his/her immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee him/her at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's his/her choice in the informal discussion with the grievant's his/her immediate supervisor, and at in all formal review levels, and shall in arbitration; provided, however, that such representative may not be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B above, and Paragraph A.1. of Article 7.4, when an employee is grieving a Performance Evaluation Report completed by a supervisor from a previous assignment, the informal discussion shall be completed or officer of another qualified organization except with the immediate supervisor in written consent of the division/bureau/office where the Performance Evaluation Report was completed. Any deviation from the provisions of this paragraph shall be approved by the Employee Relations Administratororganization granted exclusive representation. D. The grievant and By mutual agreement, the grievant's representative may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's representative shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee unless he or she has the written permission of the Association. E. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreementor the grievant and Management may waive one level of review from this grievance procedure. F. E. Management shall notify the Association of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOUMemorandum of Understanding, and a designated member of the Board of Directors of the an authorized Association Representative shall have the right to be present and participate in the discussion at any formal grievance meeting concerning such a grievance. If the designated Board member authorized Association Representative elects to attend said grievance meeting, the Board member he/she shall inform the administrative head of the Departmentdepartment, office or bureau of such his/her intention. The Association is to be notified of the resolution of all other formal grievances.. The grievance procedure for employees covered by this Memorandum of Understanding shall be as follows:

Responsibilities and Rights. ‌ A. No grievant shall lose the right to process a grievance because of management- Management imposed limitations in scheduling meetings. B. The grievant has the responsibility to discuss the grievance informally with the grievant's ’s immediate supervisor. The immediate supervisor will, upon request of a grievant, discuss the grievance with the employee at a mutually satisfactory time. The grievant may be represented by a representative of the grievant's ’s choice in the informal discussion with the grievant's ’s immediate supervisor, and at all formal review levels, and shall be permitted the opportunity to present witnesses at all formal levels of review. C. Notwithstanding Paragraph B B. above, and Paragraph Paragraphs A.1. and A.2. of Article 7.48.4, when an employee is grieving a Performance Evaluation Report Standard Based Assessment completed by a supervisor from a previous entity or division of assignment, the informal discussion and first level of appeal shall be completed with the immediate supervisor and commanding officer in the division/bureau/office division or entity where the Performance Evaluation Report Standard Based Assessment was completed. Any The Employee Relations Administrator shall approve any deviation from the provisions of this paragraph shall be approved by the Employee Relations AdministratorParagraph. D. The grievant and the grievant's representative ’s representative, if not a League Board member, may have a reasonable amount of paid time off to present the grievance at each level of review. The grievant and the grievant's ’s representative (unless a sworn employee currently assigned to Officer Representation Section) shall not be entitled to paid time off to investigate or prepare the grievance. A grievant may not be represented by a person who is not a Unit employee member of this representation unit unless he or she has the written permission of the AssociationLeague. E. If a grievance representative must leave the representative’s regular assignment to represent a grievant, the representative shall first obtain permission from the representative’s supervisor. If permission cannot be granted promptly, the grievance representative will be informed when time can be made available. F. The time limits between steps of the grievance procedure provided herein may be extended by mutual agreement. If the last day of an appeal period falls on a weekend or City holiday, such period shall be extended to the next business day. F. G. Management shall notify the Association League of any formal grievance filed that involves the interpretation and/or application of the provisions of this MOU, and a designated member of the Board of Directors of the Association League shall have the right to be present at any formal grievance meeting concerning such a grievance. If the designated Board member elects to attend said grievance meeting, the Board member shall inform the administrative head of the Department, office or bureau Employee Relations Administrator of such intention. The Association League is to be notified of the resolution of all other formal grievances. X. The parties agree that there is a need to hold confidential information obtained during the investigation of grievances, unfair employee relations practice claims, and similar employer-employee relations matters. The procedures in Section 8.0 of this MOU and the City’s Employee Relations Ordinance provide a forum for employees to freely discuss issues of concern with Management and thus enhance morale and efficiency in the work environment. With the exception of the need for some level of disclosure in order to conduct investigations, take corrective action, and report allegations of possible misconduct, Management will hold investigations of grievances and similar employer-employee matters contained in the files of the Los Angeles Police Department as confidential privileged official records as provided for in Evidence Code Section 1040. I. Whenever a grievant has a representative, the representative shall concurrently receive all notices the grievant receives at all formal levels of review.